This article originally appeared on the Clayton Christensen Institute’s blog and is reposted here with permission.

Key points:

• Don’t simply fill a teacher shortage with virtual teachers
• Get creative with a clear and smart goal of boosting every child’s learning
• See related article: Teacher shortages are worrying the majority of K-12 parents
• For more news on teacher shortages, visit eSN’s Educational Leadership page

“Fueled by teacher shortages,” we’re told in a recent article in The74, “Zoom-in-a-Room” is making a comeback.

If this is the case, although it’s better than the alternative—no teacher at all—it’s also a missed opportunity for deeper innovation.

As reporter Linda Jacobson noted in the article, online learning has long been used in schools for subjects they couldn’t otherwise offer. She cited A.P. Calculus and Latin as examples. But even courses we think of as fundamental—physics, for example—have long been glaring areas where schools haven’t had qualified teachers. As I wrote nearly a decade ago, “less than two-thirds of high schools–63%–offer physics. Only about half of high schools offer calculus. Among high schools that serve large percentages of African-American and Latino students, one in four don’t offer Algebra II, and one in three don’t offer chemistry.”

According to Jacobsen, “as districts struggle to fill teaching vacancies, they are increasingly turning to companies like Proximity to teach core subjects.” The practice is one in which the teacher of record delivers whole-class learning virtually, and an in-person monitor—often a substitute teacher—tracks behavior and ensures students do their work.

In some ways, this use of online learning could be a classic case of a disruptive innovation, which begins as a primitive innovation. As a result, disruptive innovations typically start by serving areas of nonconsumption—where the alternative is nothing at all. By outperforming this alternative, disruptive innovations can take root and improve over time until they take over.

Back in 2008 when we published Disrupting Class, we suggested that teacher shortages could represent a significant area of nonconsumption into which online learning could make its mark and begin to transform classrooms from monolithic, one-size-fits-none environments to student-centered ones that customized for the individual needs of each and every learner.

But for this to occur, the use of online learning shouldn’t just be to pipe in a virtual teacher that delivers more one-size-fits-none, whole-group instruction. It would seem that there’s not a lot of room for improvement in that model.

Instead, schools ought to be taking these opportunities to do what Heather Staker and I described in Blended—offering a la carte online courses with great digital curriculum mixed with elements of the Flex or Individual Rotation models of blended learning that match the path and pace of each individual’s students’ learning needs.

Just as Teach to One uses a mix of in-person and online teachers to deliver a personalized-learning pathway for every student in middle-school math, so, too, could schools begin to assemble blended-learning options that leverage virtual teachers but do so in formats that move beyond standardized instruction and incorporate a variety of engaging learning modalities; ranging from direct instruction tailored to a novice learner’s level to rich, real-world projects that allow a student to apply their learning of knowledge and skills in real performances, and from heads-down, solo learning experiences with software, offline work, or virtual tutors to small-group conversations and explorations.

These sorts of models would take advantage of the online format by delivering a tailored learning experience for each student rather than beaming a remote teacher into classes to do the same old, same old that hasn’t been working—and, as we saw with “Zoom-in-a-room” during COVID, was likely even less effective.

As Mallory Dwinal wrote in 2015 when she explored the opportunity for innovating where there are teacher shortages, states could also help by allowing these experiences to move away from seat-time requirements to mastery- or competency-based learning and giving districts some resources to evaluate and select the appropriate learning models.

So here’s my challenge to districts: Next time you see a teacher shortage, don’t just sub in a virtual teacher and fill the seat. Instead, get creative with a clear and smart goal of boosting every child’s learning. Spend a bit of time thinking about how this could be an opportunity, not a threat. And use virtual talent to design a much more robust learning experience for all. That would be something worth talking about.

Key points:

• States are using inadequate elementary reading licensure tests
• States should transition to stronger tests and test providers should clearly identify weaknesses in tests
• See related article: Teacher Q&A: Strengthening PD with AI
• For more news on teacher prep, visit eSN’s Educational Leadership page

Most states (29 states and the District of Columbia) use a weak elementary teacher reading licensure test, meaning that they do not effectively measure teachers’ knowledge of scientifically based reading instruction prior to entering the classroom, according to a new analysis from the National Council on Teacher Quality (NCTQ).

In fact, one state, Iowa, requires no reading licensure test at all. This shortcoming means that, every year, nearly 100,000 elementary teachers across the country enter classrooms with false assurances that they are ready to teach reading.

The data brief, False Assurances: Many states’ licensure tests don’t signal whether elementary teachers understand reading instruction, provides the most up-to-date analysis on the quality of elementary reading teacher licensure exams being used by each state.

More than 50 years of research has illuminated the most effective way to teach children to read. It requires systematic, explicit instruction in the five core components of the science of reading: phonemic awareness, phonics, fluency, vocabulary, and comprehension. Preparing teachers to teach these five components–known as scientifically-based reading instruction–can ensure more than 1 million additional students enter 4th grade able to read each year.

Unfortunately, far too often, states allow teachers into the classroom inadequately prepared to teach reading. Licensure exams, if rigorous and aligned to the science of reading, can serve as an important guardrail for making sure teachers have this critical knowledge. However, many licensure tests are weak in that they do not adequately assess teachers’ preparedness to teach reading. Far too many states are using these weak tests.

“Every child deserves great reading instruction, but far too many children aren’t receiving it,” said NCTQ President Heather Peske. “As part of a comprehensive strategy to improve reading instruction, states can help ensure teachers are prepared to teach reading effectively by requiring stronger licensure tests.”

Examining every elementary teacher reading licensure exam currently being used by states, NCTQ looked for evidence that the tests adequately address the five core components of reading. NCTQ also examined whether these tests devote undue attention to methods of reading instruction that have been debunked by research and
can hinder students from becoming strong readers, such as three-cueing.

Additionally, NCTQ checked whether these tests combine reading with other subjects. This is important because if subjects are combined, the teacher’s understanding of reading could be masked. Using these criteria, NCTQ determined whether tests were strong, acceptable, weak, or unacceptable.

Key national findings:

• Of the 25 elementary teacher reading licensure tests in use by states, the majority (15) are weak. Just six exams are rated “strong” and four are rated “acceptable.”
• Across these 15 weak licensure tests: Ten do not adequately address all five components of the science of reading and five combine reading with other subjects, such as social studies or science. (Note, one test fits into both categories listed above.) One includes too much emphasis on content contrary to research-based practices.
• The majority of states (29 states and the District of Columbia) use “weak” tests that do not signal whether teachers have the knowledge they need to teach students to read.

“Teachers who aren’t prepared in the most effective instructional practices for teaching reading unknowingly enter classrooms ill-prepared to help students become successful readers,” said Peske. “This lack of preparation has a profound impact on students’ literacy skills and future prospects, especially among students of color and
those living in poverty.”

Roughly one-third of children in elementary classrooms across the country cannot read at even a basic level by the middle of the fourth grade. The situation is even bleaker for historically marginalized students, for whom inadequate reading instruction is yet another barrier to educational equity, with 56 percent of Black students, 50 percent of Hispanic students, 52 percent of students in poverty, 70 percent of students with disabilities, and 67 percent of English Learners reading below basic reading levels.

Students who are not proficient readers are four times more likely to drop out of high school, face lower lifetime earnings, and have higher rates of unemployment.

Recommendations

To address this pressing issue, the NCTQ recommends the following solutions.

State education leaders should:

• Transition to a stronger reading licensure test: States select and approve the tests that their teachers must pass for licensure. Requiring a stronger test will likely lead to better reading instruction in elementary classrooms across the state as preparation programs will be motivated to align their courses with the components of reading addressed in a stronger test.
• Require a strong reading test for anyone teaching students in the elementary grades. In some cases, states require reading tests for general education elementary teachers but not for special education teachers or for early childhood teachers who are licensed to teach lower elementary grades. These loopholes ultimately hurt the students who most need teachers capable of building a foundation in literacy.

Testing companies should:

• Shore up weaknesses and clearly identify limitations in existing tests: Both major testing companies, ETS and Pearson, have strong and acceptable reading licensure tests on the market, but they also offer tests that omit numerous topics from the core components of reading, and that combine reading with other subjects, diluting the assessment’s ability to verify teachers’ reading knowledge.

This press release originally appeared online.

Key points:

• While mentorship is key for professional growth, it is often missing from training programs
• Mentorship can provide crucial help to early childhood educators in navigating challenges and overcoming obstacles
• See related article: Empowering educators through holistic teacher PD
• Get the latest news on teacher PD by visiting eSN’s Educational Leadership page

Mentorship is an essential aspect of professional growth and development for early childhood educators, but for many training programs, mentorship components are either not well supported or are missing altogether. Experience shows that it can be highly valuable for both the mentee and the mentor as well. Being a mentor to someone else is a rewarding leadership experience that allows one to give back to the profession and help shape the future of early childhood education.

If structured and designed well, a mentorship program can help early childhood educators grow and develop in their current careers by gaining new insights, knowledge, and skills from a more experienced colleague. The early childhood education field and its many training programs, certifications, specializations and professional training should invest in a quality mentorship component.

Mentorship programs are common across many industries and offer a structured and supportive approach to professional development. A mentor can provide guidance on best practices, share knowledge and experiences, and offer constructive feedback in the context of a deeper, more trusted relationship. Early childhood educators can benefit from a mentor’s expertise in areas such as child development, curriculum planning, and parent engagement, and often receive more practical and personal tips rooted in experience. 

Mentorship can also provide crucial help to early childhood educators in navigating challenges and overcoming obstacles in their professional lives. A mentor can provide emotional support, helping educators deal with the stresses and challenges of their work. They can also provide guidance on career advancement, helping educators set goals and achieve their professional aspirations. These supports help to retain educators, many of whom leave the field after just a few years on the job.

Historically, one reason coaching and mentorship programs are not standardized is because of the high cost associated with this additional component. Cost cutting or cost avoidance is symptomatic of broader underinvestment in early childhood educators. Mentorship programs, however, are important to building the foundation of childhood education and should be viewed through the lens of overall benefit as opposed to just cost. They strengthen and amplify the content of instruction and should be viewed as a core component and a best practice – not a nice-to-have add-on. 

Through partnerships with networks of schools, Bank Street College of Education has designed degree programs that add a mentoring component to the combination of coursework and coaching all aspiring teachers receive as part of their degree. Our report, Cultivating Powerful Mentorship in Educator Credential Programs, takes a close look at the different ways these programs were designed to identify key components critical to the development of an effective approach to mentoring. We found that:

1. Strong educators aren’t automatically strong mentors; they need training

Mentors are typically teachers who have been in the field for several years, but they may not be familiar with adult development or have experience working with a student teacher in their classroom. In order to make mentorship a powerful experience, programs need to provide sustained training to prepare mentor teachers to effectively support residents. Opportunities to reflect and learn with other mentors help them to continually grow their practice throughout the residency year. 

2. Mentor training can provide experienced teachers access to the latest professional standards

The field of education moves quickly, with new concepts or philosophies guiding teacher preparation. One of our programs supported new teachers learning how to teach English as a second language. When introducing the concepts of translanguaging, mentors were able to learn alongside residents and deepen their own practice. 

3. Mentoring can be designed as a paid leadership pathway to attract and retain highly qualified educators

Mentors should be well-compensated for their work in recognition of their time and the additional work required in the role. This should include paid time for training as well as mentoring hours – aligned with hourly rates for similar work. In addition, the opportunity to mentor a new educator needs to be valued and recognized as a leadership role to attract experienced educators to the role. If done effectively, this can create meaningful responsibilities for educators we want to retain in their teaching roles.

4. Set schedules and routines for mentor-resident engagement and collaboration are critical 

Scheduled time during the day for co-planning, reflective discussions, and learning together is essential for mentoring to be impactful. 

5. New teachers say a mentoring relationship kept them in the job

For many educators, the first few years of teaching are the most challenging. Given these obstacles, earlier career teachers are more likely to leave the field. Mentorship can support residents and prepare them to be lead teachers by providing them with real world experience. When in formal training programs, mentors can also help residents establish tangible connections between their coursework to experiences working with children.

Early childhood education is a profession that’s all about forging meaningful connections–between the educator and the child, social bonds among the children, bonds to new concepts and connections to communities, values, and new ideas. Mentoring builds those same meaningful connections between new and experienced early childhood educators–cementing lessons learned in coursework so they can be replicated in the classroom.

At a time of strained resources, burnout, and a teacher shortage, now is the time to invest in forging those connections through stronger, more personal approaches to professional development.

Key points:

• Best practices in professional development are advancing–and AI is taking it to a new level
• Here, one educator shares her experiences with AI-powered teacher coaching
• See related article: 9 big ideas to bolster the teaching profession and boost student learning

Just like educational technology is continually advancing, so are best practices for supporting teachers in classrooms. Professional development needs to be relevant, engaging, and personalized.

Megan Schlagel, a high school math teacher in St. Vrain Valley Schools in Longmont, Colo., is an award-winning educator who is dedicated to the continuous improvement of her teaching practices. As part of this dedication, Schlagel, as well as a number of her colleagues, are turning to innovative new approaches to support their learning. This includes the use of AI-powered teacher coaching via the AI Coach by Edthena platform.

With the platform, teachers like Schlagel engage in personalized coaching cycles to further their development. The platform uses artificial intelligence to guide teachers through a self-coaching cycle aligned to common growth areas as they watch video of their classroom teaching in action.

We recently interviewed Schlagel about the use of this new technology and how her district prioritizes teacher development. 

What were your first thoughts when you heard about using AI for professional learning? Why did you decide to try it?

Last year, I was a mentor to a first-year teacher at my school, and my mentee had to record a lesson of her teaching as part of the induction program. I decided to also record myself conducting a similar lesson, so we could go over the lessons together, discuss what works and what doesn’t, and set goals for improvement.  

This was my first real introduction to video coaching. Admittedly, even as a mentor teacher, I was nervous to record myself. However, I quickly learned it wasn’t that bad seeing myself on screen and that this was a powerful way to reflect on my practice. My mentee and I both learned a lot.

So, when my district offered a new professional development course that would allow us to try out AI coaching, I signed up. I wasn’t sure exactly what I was getting into, but I was already benefiting from video coaching and wanted to see what the new AI aspect was all about. At the very least, I knew this opportunity would provide me more time for self-reflection.

How does the AI coaching process work?

During my first time using the AI Coach platform, I uploaded a video of one of my recent algebra lessons. Then, the platform’s computerized coach provided observation tips and asked me a number of questions to consider as I began to analyze my video. This helped me as I made a number of comments on the platform—both about areas I wanted to improve upon and areas I felt I was excelling in—as I watched my teaching play out.

The guidance from the virtual coach helped me think more critically about my practice (…and it also made me laugh – the coach can definitely be funny and sassy at times!).

This helped me set a goal for myself around increasing student discourse. I wanted to encourage my students to talk more in class, and the platform provided me with a number of instructional resources to help me get better at this skill.

At the end of the coaching cycle, after I incorporated these strategies in the classroom, I came back to the platform and reflected on what I learned. I thought about how these new strategies worked and created an action plan for my continued learning in the future.

How has AI-powered coaching impacted your teaching?

What surprised me most about the AI coaching process was that it opened my eyes to different things I could change (and might have missed) about my teaching. I was able to really reflect on how I was teaching and how my students were responding. 

Sometimes it can be daunting—or even feel less genuine—when a coach or administrator comes in to conduct a formal observation. You may be worried about how your students are acting or unknowingly teach differently than normal.

But, with the AI Coach process, I feel less pressure because it really is just myself reflecting on my teaching alongside a computerized coach. This gives me more freedom to try out a new instructional strategy or take a risk with how I deliver a lesson, without having the feeling of being evaluated.

Continuous reflection is so important, and I’m a firm believer that the best teachers have to be reflective—if you aren’t reflecting on your practice, you aren’t growing!

How do you and your colleagues plan to use AI Coach by Edthena moving forward?

In addition to supplementing in-person coaching, I think AI coaching will continue to be a great support for mentor and mentee teachers alike.

In chats with my administrative team, I’ve also suggested using the AI Coach platform for our school’s yearly peer observations or self-reflection observations. Traditionally for the self-reflection observation, teachers write a paper detailing their teaching and how it can improve, but I think this type of video-based reflection can be more impactful and feel more genuine. And, it will allow teachers to receive the benefits of ongoing coaching which is really about reflecting inward and trying to constantly improve.

My school and district always do a great job of supporting teachers’ growth and encouraging us to take on new and innovative professional learning opportunities. The use of AI Coach is just another example of this!